While holiday office parties are occasions for celebration, they can be fertile ground for legal nightmares for employers.

What if a supervisor behaves inappropriately with a junior employee? What if an employee consumes too much alcohol and gets injured at the party?

The company could be at risk for negligence or harassment claims.

Employers planning workplace parties can take steps to protect themselves against potential lawsuits: In advance of the party, send a memo reminding employees that the holiday party is a business-related function and appropriate conduct is expected.

Circulate the company’s anti-harassment policy a few days before the event and remind everyone that the policy covers the party, and includes offensive touching and jokes, such as those that involve sexual, racial or ethnic subjects.

If alcohol will be served, hold the party at establishments with liquor licenses and professional bartenders.

Instruct bartenders not to serve employees who are visibly drunken and limit partygoers to two drinks per adult.